WHITE PAPER
ENGAGED SEARCH: THE IMPORTANCE
OF USING AN ENGAGED SEARCH FIRM
AS YOUR GROWTH PARTNER
INTRODUCTION
In a competitive market, it is important to have the talent necessary on your team that can meet your revenue goals. Leadership
“When you use an Engaged
Search Firm, you have a commit- may have specific goals in mind, yet, they may not have access to
ment from your search partner
the right talent nor may have the time to hunt and evaluate candito hunt the best talent for your
dates. Most progressive companies that intend to stay ahead of
company. Working with a partthe curve use search firms to help them find the best talent to
ner invested in the growth of
your company creates a business achieve their goals.
relationship based on mutual
Therefore, there are three requirements of that search firm: A)
trust and commitment that is
more likely to result in successful The ability to identify a plethora of strong candidates, B) the abilrecruiting process.”
ity to evaluate the qualities necessary to be the best-fit candidate
for the hiring company, and C) a partner that you can trust to keep
your best interests at the forefront of the partnership. You must
~ Lisa Sacchetti, CEO of
identify a partner that can hunt, evaluate, and close candidates
The Renaissance Network
based on your needs rather than represent candidates whom they
happen to know. The challenge is finding the correct search firm
that will properly address your hiring needs. The Renaissance Network is pleased to offer our White Paper on :
Engaged Search: The Importance of Using an Engaged Search Firm
as Your Growth Partner
The Renaissance Network, Inc. |One Gateway Center, Suite 814, Newton MA 02458
P: (617) 796-9200 E: [email protected] | www.ren-network.com
WHAT IS
IMPORTANT IN
THE HIRING
PROCESS?
When looking for the most effective search firm, considering using the one that
truly evaluates your company’s interviewing and hiring process and is willing to
partner with your company as an extension of your hiring team. The correct
search firm will spend the time necessary to educate itself on what type of candidate will be best suited for your company. They must take pride in partnering
with the CEO, Vice President of Sales, or other Hiring Managers to create the
proper job description, break down the requirements needed for potential candidates, and understand the company’s expectations. Then, the search firm
must have the capability of finding the right candidate to grow its client’s business.
As in any marketable business, there exist different kinds of search firms, each
with different objectives and different approaches to finding candidates. Not all
search firms have the same goals and objectives, nor do they function in the
same way. It is imperative to evaluate your needs as a company entering the
hiring process and choose the right search firm to help your company grow.
WHAT BUSINESS
MODELS EXIST
FOR SEARCH
FIRMS ?
The three major business models for search firms are: Contingency Search, Retained Search, and Engaged Search.
Contingency Search: A Contingency Search Firm acts as an agency and receives
payment only if one of the candidates they send to a company is chosen and
hired. Most Contingency Search firms take on as many searches as possible in
order to increase the possibility of filling a slot. They may also “sell or market”
candidates to multiple companies at a given time. If the hiring company is looking for candidates that have been interviewed, questioned on the specific position at hand, and they desire that the candidates’ values align with the client’s
values, a Contingency Search firm will not be best fit for your search.
Retained Search: If a hiring company decides to go with a fully Retained
Search Firm, they are usually looking to fill a CEO or similar level position. The
hiring company must pay the entire retainer fee upfront: part on beginning the
search and part during stages along the way, but all prior to ever hiring a candidate. This creates risk for the hiring company as they are committing to paying
a full fee regardless of the results. If the hiring company is looking for a partnership in their search for the right candidate, a Retained Search Firm may not be
the best choice, as the fiscal burden is primarily in the hands of the hiring company, mitigating the obligation of the Retained Search Firm to hunt for the best
candidate.
The Renaissance Network, Inc. |One Gateway Center, Suite 814, Newton MA 02458
P: (617) 796-9200 E: [email protected] | www.ren-network.com
CONTINUED
TOP SIX BENEFITS
TO USING AN
ENGAGED
SEARCH FIRM
Engaged Search: An Engaged Search is a combination of
both Contingency and Retained search models. An Engaged Search Firm will require a portion of the contracted
fee upfront. This “engagement fee” creates a mutually
committed relationship between the two companies but
also limits the risk on the hiring company as the majority
of the fee is contingent upon success. An Engaged Search provides a partnership
between the hiring company and the search firm, allowing the search firm to
use their methods to find the right candidate for their client.
When trying to make a decision on what kind of search firm you and your company should choose, you should consider the top six reasons why your company
should use an Engaged Search firm model.
1. Commitment to Fill the Position: When using an Engaged Search Firm
there is a commitment on behalf of the search firm to fill the position. The
Engaged Search Firm you partner with must truly understand your needs as
a company and be capable of articulating your value proposition to potential
candidates, as they will not sell candidates to fill a slot nor will they market
candidates to multiple companies at the same time. Instead, they build a
relationship with their clients, acting as an extension of their sales teams.
Their commitment to you as a partner differentiates Engaged Search firms
from their Retained Search and Contingency Search competitors.
2. Active Recruiting: When an Engaged Search Firm brings on a new client,
the Engaged Search firm will typically begin “hunting” for candidates. The
result of recruiting is finding the “hidden” talent that may not be actively
looking for a new position. Engaged Search firms will delve into the market
(and competitors) of their client. They try to find quality candidates who are
achieving their quotas and penetrating their territories. This is where the
term “headhunter” comes from and is the major difference in recruiting between Contingency and Engaged competitors.
3. Individualized Search Process: Engaged Search firms represent only the
client on its behalf when they are recruiting, rather than the candidate or
themselves. Engaged Search firms “hunt” the best candidates for a specific
client, based on their understanding of their client’s needs. After presenting
the position and client to the candidate, upon approval, the Engaged Search
The Renaissance Network, Inc. |One Gateway Center, Suite 814, Newton MA 02458
P: (617) 796-9200 E: [email protected] | www.ren-network.com
CONTINUED
Firm will submit the candidate to the client and no other clients. Unlike Contingency firms who will “market” one good candidate to a number of clients, Engaged Search firms understand the unique needs of each of their
clients and will only search for candidates that are the “right fit” for their
specific client.
4. Follow Through: When an Engaged Search firm begins its search, the relationship that is built between the firm and client is very strong. The search
firm must follow through with the search no matter how difficult it is. This is
required because they have committed to the client and will use all means
available to fill the open position.
5. Value Added Services: Engaged Search firms typically offer other services
in addition to their recruiting efforts. Some Engaged firms, such as The Renaissance Network, offer compensation review for the sales team, training
on interviewing techniques, the building of job descriptions, sales executive
assessments, and the breakdown of desirable competencies that the company requires. They truly develop a partnership between
their clients and themselves.
6. Perception of the Client: A candidate’s perception of a company is greatly
skewed if they are contacted by a number of search firms for the same position within the same company. This can create a sense of desperation and
lack of professionalism by the company with a Contingency approach. Conversely, if a candidate is approached by one search firm, for one specific position, at one specific company, and that firm can act as an extension of the
hiring company, a positive perception of the company and its commitment
to finding a quality employee is created. It shows that the company is committed, united, and professional, and will always be seeking the best possible candidate.
WHAT SETS THE RENAISSANCE NETWORK APART AS
THE LEADING ENGAGED SEARCH
FIRM?
We have built, implemented, and refined a successful method of hunting and
finding the hidden talent which is the most comprehensive in the industry.
Anyone can rely on a database of contacts. We, in contrast go out and identify
net new candidates for ever search that we work on so that we can had select
the best candidates in the industry for each client’s specific needs. To do this
we have a research team exclusively responsible for candidate identification.
Once we have identified candidates, we have built an evaluation process for
The Renaissance Network, Inc. |One Gateway Center, Suite 814, Newton MA 02458
P: (617) 796-9200 E: [email protected] | www.ren-network.com
CONTINUED
candidates that is the most comprehensive in the industry. With a focus on
providing analysis on every candidate, including historic data and assessment.
In addition, each candidate is assessed by multiple evaluators.
As we present candidates to you, we work with you to navigate your interview
process, providing interview coaching and oversight. We will also run two sets
of reference checks on the final candidates, including a blind reference check
which offers former managers and colleagues the ability to give concrete feedback confidentially. This additional data reduces hiring risks.
Our unique search and selection process, the largest network of contacts within Education, and our consistent history in finding hidden talent, and finally
evaluation process, makes us the only Engaged Search firm to partner with to
help your organization grow within the industry.
THE RENAISSANCE NETWORK’S CORPORATE FACTS
The Renaissance Network is an award-winning search firm, specialized in uncovering and hunting
over-achieving sales and leadership talent in the Education and Technology markets. We strategize
with our clients on their sales, marketing, and leadership teams’ organization and compensation plans,
we analyze the competencies necessary to be successful contributors to our clients’ organizations, and
then we aggressively hunt top talent within the industry. With a combination of efficient methodologies,
knowledgeable team members, and the largest network of contacts within Education, The Renaissance
Network offers its clients a trusted search partner, decreased search time, increased hiring success,
confidence in hiring, improved internal interview effectiveness, and a rapid market impact.

One of the first six search firms nationwide fully accredited by the National Association
of Personnel Services (NAPS)

Ranked as one of the top 25 recruiting firms in the Northeast by the Boston Business Journal

Member of the Software & Information Industry Association (SIIA)

Member of the SIIA Education Division Membership Committee

President, Lisa Sacchetti, is a member of the Software & Information
Industry division, a member of the SIIA Education Division Membership Committee, and was named was named one of Boston Business
Journal’s 40 under 40 executives for 2008
CONTACT US
Lisa Sacchetti, President
The Renaissance Network, Inc.
One Gateway Center, Suite 814, Newton, MA 02458
P: (617) 796-9200 E: [email protected] | www.ren-network.com